This free Recruiting Coordinator job description template is ready to use — copy it, replace the {{placeholders}}, and post your role in minutes. It includes a company intro, a role summary, responsibilities, requirements, nice-to-haves, and compensation, with writing tips and FAQs below to help you tailor it to your team.
When to use this template
Use this when you're hiring someone to keep recruiting running smoothly — scheduling interviews, managing the ATS, and giving every candidate a great experience. It's often an entry point into recruiting and people operations.
Coordinator candidates care about the volume, the tools, and the path to grow (into recruiting or people ops). Be clear about the scope and whether this is purely coordination or includes some sourcing.
If the role owns full-cycle hiring, use the Technical Recruiter template instead.
Writing tips
- Describe the interview volume and the tools/ATS they'll work in.
- Emphasize candidate experience and organization — the heart of the role.
- Clarify whether the role is purely coordination or includes light sourcing.
- Mention the growth path (into recruiting or people ops) if there is one.
- Include the salary range; keep requirements realistic for an entry point.
The job description
Copy the template below and replace the {{placeholders}} and [bracketed notes] with your specifics.
About {{company}}
{{company}} is [what you do]. We're growing and hiring a Recruiting Coordinator to keep our hiring process smooth and give every candidate a great experience.
The role
As a Recruiting Coordinator, you'll be the engine behind our hiring — scheduling interviews, keeping our ATS organized, and making sure candidates and interviewers have everything they need. This role reports to {{hiring_manager}} and is based {{work_type}} in {{location}}.
What you'll do
- Schedule interviews across candidates, interviewers, and time zones.
- Keep our ATS accurate and our pipeline moving.
- Give every candidate a smooth, respectful experience.
- Support recruiters and hiring managers with logistics and prep.
- Spot and fix bottlenecks in the hiring process.
What we're looking for
- 1+ years in a coordination, operations, or administrative role.
- Exceptional organization and attention to detail.
- Strong communication and a candidate-first mindset.
- The ability to juggle many moving parts calmly.
- Comfort learning and working in new tools.
Nice to have
- Prior recruiting or people-team experience.
- Familiarity with an ATS and scheduling tools.
- Interest in growing into recruiting or people operations.
What we offer
- Salary range: {{salary_range}}, plus equity.
- [Comprehensive benefits].
- Flexible {{work_type}} working and [PTO policy].
- A path to grow into recruiting or people operations.
How to personalize
Replace these placeholders before posting:
- {{company}}
- {{location}}
- {{work_type}}
- {{salary_range}}
- {{hiring_manager}}
The bracketed notes — like [your benefits] or [your primary language(s)] — are prompts to swap in your own details. The more specific you are about the actual work and stack, the stronger your applicant pool will be.
Frequently asked questions
- What does a Recruiting Coordinator do?
- A Recruiting Coordinator keeps the hiring process running smoothly. They schedule interviews across candidates and interviewers, manage the ATS and pipeline, support recruiters and hiring managers with logistics, and ensure every candidate has a smooth, respectful experience.
- What's the difference between a Recruiting Coordinator and a Recruiter?
- A Recruiter owns hiring outcomes — sourcing candidates, screening, and closing offers. A Recruiting Coordinator owns the logistics that make hiring run: scheduling, ATS management, and candidate experience. Coordinator is often a stepping stone into a full recruiting role.
- What skills should a Recruiting Coordinator have?
- Exceptional organization and attention to detail, strong communication, a candidate-first mindset, and the ability to juggle many moving parts calmly. Comfort learning new tools and an interest in people and hiring round out the role; experience is less important than reliability.